Summary

Under direction of the Manager of Employee Relations, manages the development, implementation and interpretation of the Company HR employment policies, procedures, practices and Federal and State regulations to ensure consistency in their application and practice. Coaches and counsels employees, leaders and regularly facilitates communication between employees and their managers to clarify our Company policies, procedures, performance expectations and to provide guidance through the administration of the performance management process, including the progressive disciplinary process. Oversees the administration of employee leave programs and accommodations in collaboration with all employee levels. Performs a variety of operational HR functions in support of all regional locations.

Essential Responsibilities/Accountabilities

All Levels:

• Responds to employees who wish to speak with a Human Capital Management (HCM) professional. Listens to employees' concerns and provides constructive and diplomatic advisement in order to bring to resolution. Requires a sense of urgency, competency and diplomacy. Escalates matters to Manager of Employee Relations as necessary.
• Promotes, communicates, and helps implement HCM policies, procedures and/or initiatives.
• Consults with legal counsel when necessary, to assure federal and state law compliance of company policies, procedures, and reporting.
• Engages Ethics and Compliance to ensure violations of the Code of Conduct are addressed appropriately.
• Conducts exit interviews with both voluntary and involuntary terminated employees and documents all interactions for HCM records and files.
• Responsible for on-going process improvement, problem resolution, quality, efficiency, effectiveness, on-going work plans and compliance; to carry out the goals and objectives of the Company and HCM.
• Responsible for managing regional HCM activities.
• Ensure that work and actions always support the best interests of the Company's and HCM's values, mission, philosophy, and goals.
• Responds to inquiries regarding employee leave benefits (FMLA, SSTD, Paid Family Leave, Worker's Compensation).
• Administers LTD benefit plan.
• Acts as liaison between employee, HCM, management and external leave and Worker's Compensation vendors and investigates and reports issues to manager.
• Oversees and manages ADAAA and compliance practices.
• Coordinates random drug and alcohol testing with external vendor.
• Represents the Company in unemployment hearings and Dept. of Labor and Dept. of Human Rights complaints.
• Consistently demonstrates high standards of integrity by supporting the Lifetime Healthcare Companies' mission and values, adhering to the Corporate Code of Conduct and leading to the Lifetime Way values and beliefs.
• Maintains high regard for member privacy in accordance with the corporate privacy policies and procedures.
• Regular and reliable attendance is expected and required.
• Performs other functions as assigned by management.

Level II (in addition to Level I responsibilities)

• Responsible for responding to concerns, including complex investigations, pertaining to workplace policies, procedures and compliance with all Company and external requirements in an effort to mitigate Company-wide risk and contribute to productivity, motivation and morale, while instilling and maintaining our culture and values.
• Partners with HR Business Partners to identify trends, provide insight, and make recommendations on issues impacting employee retention and engagement. This includes applying data analysis to case management, noting trends and developing recommendations on employee relations' strategies, initiatives, retention and engagement.
• Viewed as a trusted advisor and subject matter expert on a variety of employee relations concepts, practices, procedures, laws and regulations.
• Leads HCM Initiatives and projects within the region(s) and/or across the entire organization with significant visibility across the organization.
• Provides back up support to the Manager of Employee Relations when needed.

Minimum Qualifications

NOTE: We include multiple levels of classification differentiated by demonstrated knowledge, skills, and the ability to manage increasingly independent and/or complex assignments, broader responsibility, additional decision making, and in some cases, becoming a resource to others. In addition to using this differentiated approach to place new hires, it also provides guideposts for employee development and promotional opportunities.

All Levels:

• Bachelor's degree in Human Resources or related area coupled with two years of progressive experience in Human Resources. In lieu of a degree, a minimum of five years of experience in Human Resources required. Previous experience with administration of FMLA, Disability, WC, OSHA and ADAAA preferred.
• Working knowledge/understanding and experience with employment and labor laws, employee relations and performance management concepts preferred.
• Demonstrated knowledge of and skill in conflict resolution, decision making, influence, interpersonal relations, problem solving, results orientation, systems thinking, group presentations, and group process facilitation.
• Strong employee relations skills and abilities to engage, counsel and performance manage employees at all levels.
• Familiarity with a wide variety of field concepts, practices, procedures, laws, and relies on considerable experience and judgment to plan and accomplish goals.
• Demonstrated ethical decision-making, and ability to see implications of decisions.
• Ability to establish and maintain effective professional relationships.
• Excellent oral and written communication skills.

Level II (in addition to Level I responsibilities):

• Four plus years of experience in Human Resources.
• Strong working knowledge/understanding and experience with employment & labor laws, FMLA, PFL, ADAAA, SSTD and complex employee relations situations.
• Project management experience a plus.

Physical Requirements

• Travels 25% - 50% to other Company sites to meet employees regarding employee relations matters.

The Lifetime Healthcare Companies aims to attract the best talent from diverse socioeconomic, cultural and experiential backgrounds, to diversify our workforce and best reflect the communities we serve.

Our mission is to foster an environment where diversity and inclusion are explicitly recognized as fundamental parts of our organizational culture. We believe that diversity of thought and background drives innovation which enables us to provide leading-edge healthcare insurance and services. With that mission in mind, we recruit the best candidates from all communities, to diversify and strengthen our workforce.

OUR COMPANY CULTURE:

Employees are united by our Lifetime Way Values & Behaviors that include compassion, pride, excellence, innovation and having fun! We aim to be an employer of choice by valuing workforce diversity, innovative thinking, employee development, and by offering competitive compensation and benefits.

In support of the Americans with Disabilities Act, this job description lists only those responsibilities and qualifications deemed essential to the position.

Equal Opportunity Employer

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)